FACULTY
STRATEGY B: LEVERAGE RESOURCES TO IMPROVE THE EFFECTIVENESS OF HIRING PRIORITY LEVEL 1 Identify resources to attract candidates
Expand the Presidential Post-doctoral Fellows Program to Dietrich Fellows The dean will contribute resources to a general pool from which post-doctoral fellows can be partially subsidized. The fellows will participate in the programming for the President's Postdoctoral Fellowship Program and will be matched with internal and external faculty mentors. The Dean’s Office will offer tailored supplemental programming to the President's Postdoctoral Fellowship Program to focus Dietrich College recruiting efforts.
Create new positions By creating new full professor positions, Dietrich College can increase diversity, equity and inclusion in research and in education. The dean and associate dean will help departments to leverage the newly created Faculty Target of Opportunity Fund to accomplish this goal.
The new associate dean for faculty will coordinate efforts to secure resources such as space, start- up packages, daycare spots, etc. to maximize prospect of offer acceptance. The associate dean will also work with CMU alumni networks and the Office of Corporate Relations for help with spousal hiring. Where appropriate, the associate dean can work across departments where candidates are interdisciplinary and can contribute to the goals of multiple departments. The dean and associate dean will help departments applying for the newly created Faculty Target of Opportunity Fund to hire faculty that contribute to CMU’s mission of diversity, equity and inclusion.
STRATEGY C: IMPROVE THE TRANSPARENCY AND EQUITY OF REAPPOINTMENT, PROMOTION AND TENURE (RPT) PROCESSES PRIORITY LEVEL 1 PRIORITY LEVEL 2 Develop leadership training
Create faculty workshops Junior faculty going through the RPT process lack clarity about how to develop a compelling portfolio of research, service and teaching and ultimately evaluation. Departments should create periodic workshops that offer a mock evaluation of a fictitious candidate to educate junior faculty on the process.
A Promotion and Tenure Checklist can be used by department chairs to ensure consistency in practices and timing of feedback. This approach may be of particular value to junior faculty regarding promotion and tenure processes. The checklist will establish clear guidelines regarding written feedback to faculty members after an evaluation. In addition, all department heads should meet with junior faculty in off-cycle years to learn about challenges that faculty are facing in order to develop timely solutions to achieve excellence.
DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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